Reporting Gender Pay Gaps in OECD Countries
Guidance for Pay Transparency Implementation, Monitoring and Reform
Pay transparency policies are gaining momentum throughout the OECD. Over half of OECD countries require private sector firms to report their gender pay gap statistics regularly to stakeholders like employees, employee representatives, the government, and/or the public. Gender pay gap reporting, equal pay audits and other pay transparency policies help advance gender equality at the workplace, as these measures present up-to-date information on a firm’s gender pay gap, encourage employers to offer equal pay for work of equal value, and give individual workers and their representatives valuable insights to fight for pay equity. This report presents the most thorough stocktaking to date of gender pay gap reporting policies and evaluations across OECD countries, and offers guidance to countries interested in introducing, reforming and monitoring their pay transparency systems to promote equal pay for women and men.
Gender pay gap reporting in OECD countries: Who reports?
Over half of OECD countries (21 of 38) now require private sector employers to report gender-disaggregated pay information to stakeholders like workers, workers’ representatives, the government, and/or the public. This is a rapidly advancing policy space. Half of the countries with reporting requirements also mandate a more detailed equal pay auditing process, similar to the concept of a joint pay assessment – language used in the EU pay transparency legislation. This requires more thorough analysis and typically mandates follow-up measures to try to close gender gaps. While the same general principles of pay reporting hold across countries, the criteria for which firms must report – such as employee headcount thresholds and worker type – vary across countries. This has implications for the coverage and, consequently, effectiveness of pay reporting policies.
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